Here is a recruitment and selection plan I would propose for customer assistants for a new healthy retail supermarket chain: 1. Application process - advertise roles clearly outlining requirements e.g. customer service skills. Screen CVs against criteria. 2. Initial interviews - conduct structured behavioural interviews to assess customer service orientation, communication skills, teamwork. 3. Group exercises - include role plays and case studies to observe how candidates handle customer queries, work in a team. 4. Testing - include product and nutrition knowledge tests to ensure understanding of store's healthy products. 5. Reference and background checks. 6. Final interviews - panel interviews including store manager to assess best fit for store culture and customer needs

1. SELECTION
HRM
WK 5
Dr. Shohail M. Choudhury
Dr. Shohail Choudhury 1

2. Aims and objectives of Selection
 To predict potential job performance
 To compare candidates and find ‘the best
fit’
 To inform candidates as accurately
possible
 To provide best possible impression of the
organisation
 To comply with legislation
 To provide information for other HRM
processes.
Dr. Shohail Choudhury 2

3. A Systematic Approach of Selection
 Initial Steps. Acknowledgement letter, sending
application form etc.
 Set each application against key criteria in the
advertisement
 Sort applications into ‘possible’, ‘unsuitable’ and
‘marginal’.
 A shortlist for interview.
 Invite candidates for interview
 Interview
 Reinforce interviews with selection testing
Dr. Shohail Choudhury 3

4. A Systematic Approach of Selection
 Check the references of short-listed candidates
 Institute follow-up procedures for successful
candidates
 Offer of employment
 Draw up a contract
 Arrange work-permit, in case of cross-border
recruitment
 Plan initial induction
 Review uninterviewed possible-s and put in
reserve or hold
 Send standard letters to unsuccessful candidates
 Keep records of criteria and processes used in
decision making
Dr. Shohail Choudhury 4

5. Legal Framework of Selection
 Discrimination
 Application forms should not include any
questions which are not work-related
 Medical references can not be taken
because of possibility of age discrimination
 Interview procedures and documentation
should be free from discrimination
 Selection tests should demonstrably avoid
favouring particular groups.
Dr. Shohail Choudhury 5

6. Privacy and Data Protection
 Data Protection Act 1998
 The right of employees to access their personal
files, to be informed about the purpose of data
collection and approval for other uses
 Requirements for the adequacy, up-to-date ness
and security of information
 Additional safeguards on the collection of data
about race, ethnic origin, religious and political
beliefs, health, sexual orientation, criminal
activities (except for the purpose of racial
equality monitoring) etc.
Dr. Shohail Choudhury 6

7. LEGISLATIVE FRAMEWORK
Key points in relation to recruitment:
 Sex and race
 The Sex Discrimination Act 1975 (amended 1986)
 The Race Relations Act 1976 (amended 2003)
 The Employment Equality Regulations 2003
 Disability
 The Disability Discrimination Act 1995
 Age Diversity
 The Employment (Age) Regulations 2006
Dr. Shohail Choudhury 7

8. Selection Methods
 Interviews
 Evaluation of education and experience
 Selection testing: Written tests of ability and
aptitude, personality, simulate job related
activities, portfolios of work.
 Background and Reference checks.
 Bio data analysis
 Handwriting analysis
 Group selection methods or selection centres
 Physical/Medical testing
Dr. Shohail Choudhury 8

9. Selection Interviews
 Individual or one-to-one interview
 Disadvantage: Biased or superficial
decision
 Panel Interviews
 Large panels or selection boards
Dr. Shohail Choudhury 9

10. Activity
 Think back a selection interview you
have had, for a job, school or place at
college?
 What sort of interview did you have:
formal or informal? Panel or one-to-one
 Was it well conducted?
 Did you get good impression of the
organisation?
 What efforts made to put you at your
ease?
Dr. Shohail Choudhury 10

11. Interviewer Skills
 Creating effective questions
 Creating appropriate climate
 Rapport building, trust, relationship
 Active listening
 Using questions types intentionally
 Using and interpreting non-verbal cues
 Identify shallow responses and probe and
challenge when necessary
 Being alert to the influence of first
impressions and other bias
Dr. Shohail Choudhury 11

12. Limitation of Interviews
 Limited scope: to brief
 Limited relevance
 Artificiality: Best behaviour or nervous
 Errors of judgement
 First impressions, Bias or logical error
 Lack of skill and experience by
interviewers
Dr. Shohail Choudhury 12

13. Selection Testing
 Measuring mental capacities
 Psychometric Testing
 Types of tests are commonly used
 Intelligence or cognitive tests
 Aptitude tests
 Personality tests
 Emotional Intelligence
 Proficiency and attainment tests
Dr. Shohail Choudhury 13

14. Intelligence or cognitive test
 Tests of general cognitive ability
 Which test
 Memory
 Ability to think quickly (perceptual speed,
verbal fluency)
 Ability to think logically (inductive
reasoning)
 Problem solving skills.
 Employers’ lack of trust on GCSE/A
level exam
 Validity of such IQ tests are disputed.
Dr. Shohail Choudhury 14

15. Aptitude Tests
 To predict individuals potential for
performance in a job or learning new skills.
 Reasoning: Verbal, numerical, abstract/Visual
(identifying shapes)
 Spatio-visual ability: practical intelligence, non-
verbal and verbal ability
 Perceptual speed and accuracy (clerical ability
to identify errors in a written paper)
 Psycho-motor ability: mechanical, manual,
musical and athletic ability.
 Depends on the nature of job.
Dr. Shohail Choudhury 15

16. Personality Tests
 Measure a variety of characteristics
 Skill in dealing with other people
 Ambition
 Motivation
 Emotional stability.
 16PF (Personality Factor)
 Myers-Briggs Type Indicator
Dr. Shohail Choudhury 16

17. Emotional Intelligence (EQ)
 EQ recognises our own feelings and those
of others, for motivating ourselves, and
for managing emotions will in ourselves
and in our relationships.
 More complex the job more EQ matters.
 Emotional competence accounts for some
70% of the competences listed by an
organisation.
Dr. Shohail Choudhury 17

18. Proficiency and Attainment Test
 Test directly related to job
 Audio typist: dictation tape and typing test
 Activity
 What kind of proficiency test you suggest
for:
 Admin assistants
 Airline pilots
 Magazine editors
 Telephone operators
Dr. Shohail Choudhury 18

19. Group Selection Methods
 These are appropriate for assessing
 Social
 Intellectual skills : Situational problem solving
 Attitudes: political, racial or religious, attitude to
authority, willingness to take risk.
 Techniques used
 Group role-play exercise
 Case studies
 In-tray exercises : simulating work-load
 Leaderless discussion groups (LDGs)
 Typical job problem.
Dr. Shohail Choudhury 19

20. Purposes of Group Selection
 Longer opportunity to study candidates
 Reveal management skills –
negotiation, persuasion, leadership
 Performance in work team
 Comparability between candidates
 Panel of assessors likely to be correct
then single interviewer.
Dr. Shohail Choudhury 20

21. Follow up Procedures
 Reference Checking
 At least two: personal/employer
 Offer of employment
 Oral offer : written offer
 Contracts of employment
 Dealing with unsuccessful applicants
 Promptly informed
 Rejection should be positive
 Offered the opportunity of feedback
Dr. Shohail Choudhury 21

22. Written Particulars of Employment
 Employers must give an employee
 Who works at least eight hours a week
 Within two months of employment
 (Employment Rights Act 1996)
 The statement should include:
 Names of Employer and Employee
 Title of job
 Pay and hours of work
 Holiday, sick leave, sick pay entitlements
 Pension scheme
 Length of notice of termination
 Disciplinary procedures, grievance procedure
 Rules on health and safety at work
Dr. Shohail Choudhury 22

23. Activity
You are making a recruitment and
selection plan for a new retail chain
which will sell fresh and healthy
products only.
 What selection methods will you use to
select customer assistants for this
retail supermarket?
(Reference: Virgin Atlantic)
Dr. Shohail Choudhury 23